Preparing to Manage Human Resources Quiz

Preparing to Manage Human Resources Quiz Answer. In this post you will get Quiz Answer Of Preparing to Manage Human Resources

 

Preparing to Manage Human Resources Quiz

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Week- 1

Different Approaches to Managing People

 

1.
Question 1
True or false: managers cannot be leaders, and leaders cannot be managers.

1 point

  • False
  • True

2.
Question 2
Why is job analysis an important process?

1 point

  • Because it reveals the strengths and weaknesses of employees that serve as the basis for training employees and establishing developmental goals.
  • Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees.
  • Because it provides a performance rating for each employee that serves as the basis for compensation and rewards.

3.
Question 3
Which best describes the foundational assumptions of Taylorism, also known as scientific management?

1 point

  • Workers are diverse so they need to be managed in ways tailored to their own goals and values.
  • To manage workers effectively, managers need to pay attention to psychological and social conditions, not just technical conditions.
  • Business owners are industrious, ambitious, thrifty, and sober; workers are not.
  • Workers want to earn income in the most efficient way possible, but it is managers who best know how to structure work tasks to fulfill this goal.

4.
Question 4
An HR strategy that focuses on minimizing labor costs and strictly supervising workers is commonly called a ____ road strategy.

1 point
Enter answer here

Low

5.
Question 5
An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase?

1 point

  • “If you don’t like it, let’s talk about it.”
  • “If you don’t like it, quit.”

6.
Question 6
An organization’s strategy for managing people is determined…

1 point

  • Solely by internal factors (such as business strategy).
  • Solely by organizational choices and values without paying any attention to external or internal factors.
  • Partly by a combination of external factors (such as competition), internal factors (such as business strategy), but not completely because organizations have choices about how to manage people.
  • Solely by various external factors (such as competition).

7.
Question 7
True or false: In selecting a personal managerial style, managers should only pay attention to their own strengths and weakness, not the situation or the needs of employees.

1 point

  • True
  • False

8.
Question 8
Which is the single-best personal managerial style?

1 point

  • Coercive.
  • Authoritative
  • Affiliative
  • Democratic
  • Pacesetting
  • Coaching
  • None of the above because there is no single-best style that fits with all situations.

9.
Question 9
Economists say that labor is a derived demand. Why is this concept important for managers to understand?

1 point

  • Because what employees demand can affect strategies, policies, and tactics for managing people.
  • Because whatever affects demand for an organization’s product or service can affect strategies, policies, and tactics for managing people.
  • Because strategies, policies, and tactics for managing people are derived from a country’s legal regulations.

10.
Question 10
Which of the following statements are true? (you must correctly check all that apply)

1 point

  • An organizational strategy does not completely determine an organization’s HR strategy. In other words, organizations with any type of business strategy can choose an HR strategy that develops, rewards, and engages employees.
  • An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers.
  • An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers.
  • An organization’s business strategy and its HR strategy should be unrelated to each other.

11.
Question 11
Which of the following beliefs underlies high-road human resources strategies?

1 point

  • The employment relationship is characterized by some important conflicts of interest between an organization and its employees.
  • Labor markets work reasonably well in allocating and rewarding workers.
  • The interests of an organization and its employees can be aligned.

12.
Question 12
Which of the following beliefs typically underlies low-road human resources strategies?

1 point

  • A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders.
  • Corporations are a part of society and should serve not just shareholders and customers, but other stakeholders, too.

 

 

Week- 2

Monetary Aspects of Work

1.
Question 1
Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply)

1 point

People only work for money (that is, money is the sole motivator for all workers).

Work can seem like a curse (the way it’s always been, the way it will always be).

Financial stress can take on extra meaning in the workplace.

2.
Question 2
Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because…

1 point

…this means that managers have to compensate workers for these costs in order to get them to work hard.

…this means workers will never want to work hard.

…this means that there are never any psychological rewards from working.

3.
Question 3
Marginal analysis from economics teaches managers… (you must check all that apply)

1 point

Work is a lousy activity tolerated to earn income.

…that it’s particular challenging to motivate someone when the last extra hour that you want someone to work is right on the edge of whether they want to work more or not.

…to think about the additional benefit compared to the additional cost of a possible managerial decision.

…that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position.

4.
Question 4
Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will…

1 point

quit

work hard

complain

shirk

5.
Question 5
Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort?

1 point

Insurance against excessive income loss.

A known prize that is large enough to compensate for extra effort.

A clear pay-for-performance program that rewards each worker’s effort.

6.
Question 6
Which of the following are possible unintended consequences using financial incentives to motivate workers? (you must check all that apply)

1 point

Overstimulation

“What gets measured gets done”

Employees worker harder than without incentives

“If you don’t like it, quit”

Poor teamwork

Reduced non-monetary (Intrinsic) motivation

7.
Question 7
True or false: Principal-agent problems can always be solved by additional monitoring.

1 point

False

True

8.
Question 8
True or false: When evaluating a signal of private information, it’s important to consider whether the signal is easy for others to imitate.

1 point

True

False

9.
Question 9
Economics highlights worker self-interest. This is important for raising managerial awareness of… (you must check all that apply)

1 point

Principal-agent problems

Shirking and loafing

Shareholder value

Strategic use of private information

10.
Question 10
It is useful for managers to understand what affects labor supply because…

1 point

…this helps managers understand workers’ decision-making processes about where and when to work, and under what conditions.

…this helps managers understand what might happen if the organization needs to add more employees to supply more goods to its customers.

11.
Question 11
The question of whether employers and employees really are economic and legal equals is… (you must check all that apply)

1 point

…an issue that is largely ignored in high-road HR strategies.

…an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches that favor labor market competition for setting wages and other terms and conditions of employment.

…the subject of intense debates going back more than 100 years.

…important because it determines whether or not employees need the protection of laws and labor unions.

12.
Question 12
Perfect competition is an important issue to consider because…

1 point

…if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce.

…employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity.

…if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to the value they produce.

 

 

Week- 3

Non-Monetary Aspects of Work

1.
Question 1
Managers should be trying to create conditions that result in…

1 point

…employees who are satisfied with their job.

…employees who are committed to their organization.

…employees who are engaged in their job.

2.
Question 2
To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply)

1 point

Financial security

Social belonging

Autonomy

Competence

3.
Question 3
True or false: To promote positive job attitudes, managers should only be concerned with the characteristics of each job.

1 point

True

False

4.
Question 4
To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group (“in-group”)
compared to others (“out-groups”). Which of the following does not result from this.

1 point

Discrimination against out-group members by in-group members.

Inter-group conflict.

Free-rider problems in groups such that some group members do not fully contribute.

Differences between those groups we identify with and those we do not are magnified.

5.
Question 5
To derive personal identity from belonging to an occupation, employees will…

1 point

…behave in ways that conform to societal or peer expectations for that occupation, even if the organization
wishes them to behave differently.

…not worry about conforming to societal or peer expectations for that occupation.

…behave in ways that conform to societal or peer expectations for that occupation, unless the organization wishes them to behave differently.

6.
Question 6
Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee’s manager should expect her to… (you must check all that apply)

1 point

…complain about the fairness of the policies for determining pay.

…do nothing.

…reduce her effort to match that of her co-workers.

…ask for a raise.

7.
Question 7
Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply)

1 point

During the procedure, did the manager treat the employee with respect?

Has the procedure been free of bias?

Has an employee been able to express his/her views and feelings during the procedure?

Did the procedure result in fair outcomes?

Has the procedure been applied consistently?

8.
Question 8
Managers should only apply insights from psychology after they examine their workers and see…

1 point

…self-interested individuals working for money.

…conscious-status individuals who are also concerned with norms or peer pressure.

…individuals focused on obtaining intrinsic rewards and avoiding frustration.

9.
Question 9
Norms or peer pressure can come from many sources, including… (you must check all that apply)

1 point

…the worker as an individual.

…work group.

…organization.

…country.

10.
Question 10
True or false: Various forms of social norms will always support managers in eliciting desired work behaviors.

1 point

False.

True.

11.
Question 11
True or false: Because of biological differences, women are naturally suited to care for others, and this justifies an enduring, unequal sexual division of labor.

1 point

False

True

12.
Question 12
For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply)

1 point

Caring for and serving others isn’t real work so it has little to do with managers.

Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society.

Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.

 

 

Peer-graded Assignment: Analyzing Your HR Landscape

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Week- 4

Managing in a Complex System

1.
Question 1
Managers should… (you must check all that apply)

1 point

Overlook the importance of humility, civility, and integrity.

Recognize and reward performance.

Do everyone else’s job.

Hire and/or develop staff with the needed the knowledge, skills, and abilities (KSAs).

2.
Question 2
When managing in a unionized workplace, managers should… (you must check all that apply)

1 point

Follow any required bargaining or consultation procedures.

Respect employee voice and the bilateral nature of the relationship with unions.

Blame the union if the relationship is adversarial or uncooperative.

3.
Question 3
What does it mean to be a good front stage, backstage manager? (you must check all that apply)

1 point

When you are dealing with someone else, engage in perspective taking by considering whether they have an audience and what that audience expects.

Shut people out and make backroom deals.

Get caught up in the emotions of front stage performances.

Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem solve.

When you are dealing with someone else, think about whether you have an audience and what the audience expects.

4.
Question 4
True or false: When thinking about protections against unjust or unfair “adverse employment actions,” this only applies to employee terminations.

1 point

False

True

5.
Question 5
True or false: Employment-at-will is useful as a functional benchmark for managers to think about what they can and cannot legally do as a manager.

1 point

True

False

6.
Question 6
There’s an asymmetry in the extent to which employment-at-will exists in most countries because…

1 point

…employees can quit for any reason but organizations cannot fire someone for any reason.

…employees cannot quit for any reason but organizations can fire someone for any reason.

7.
Question 7
From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because… (you must check all that apply)

1 point

…conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees.

…employers typically have greater bargaining power than individual employees.

….the interests of employees are more important than the interests of employers.

8.
Question 8
Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply)

1 point

The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights.

Employment and labor laws are largely unnecessary because labor markets fairly reward employees.

Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers.

9.
Question 9
True or false: In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work.

1 point

True

False

10.
Question 10
U.S. labor law… (you must check all that apply)

1 point

…protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union.

…requires organizations to bargain in good faith with labor unions that represent a majority of workers.

…provides for orderly procedures for determining when workers want to be represented by a union.

…protects the right of employees to strike in all occupations, including in the entire public sector.

11.
Question 11
True or false: Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits.

1 point

False

True

12.
Question 12
HR should do more than just make sure that managers are complying with organizational policies and with legal regulations. In other words, HR should not be the HR ______.

1 point
Enter answer here

Police

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